Products › Recorded Video Interview
They record when they can.
You review when you can.
One-way video rounds, scored on one rubric
Set the questions once and every applicant answers the same ones, in their own time. No calendars, no time zones, no forty-slot scheduling exercise — and a shortlist built from evidence rather than from availability.
No scheduling. No interviewer in the room.
Scheduling is the bottleneck.
Interviewing never was.
Nobody shortlists forty people because interviewing is hard. They shortlist because finding forty mutually convenient half-hours is impossible. Take the calendar out and the constraint disappears.
- No two calendars have to agree. Which is what makes interviewing every applicant a practical option rather than an aspiration.
- It reaches candidates a call cannot. People in other time zones, on shift patterns, or still in a job they cannot take an afternoon off from.
- You decide how many takes. One, for a round that tests composure. Three, for a round that tests thinking. It is a deliberate setting rather than a default.
- Think time is configurable per question. Thirty seconds to see how somebody handles pressure, or two minutes to see how they handle a problem.
- The whole panel reviews in parallel. Five people can watch the same round at once, which removes the second scheduling problem nobody talks about.
Completed round — 6 questions
1:48 · take 1 of 14.2
2:12 · take 2 of 34.6
2:40 · take 1 of 33.1
Set it once. Then stop touching it.
Five stages, and after the first one you are only reviewing. The invitations send themselves as applications arrive.
What the Recorded round does
Takes and think time — what the candidate controls+
The check before the round+
Question sets that adapt+
Scoring, with the moment attached+
Body language and sentiment+
Parallel review, pipelines and leaderboards+
A recording of somebody’s
career
Video is the most sensitive thing you will hold about a person who does not yet work for you.
A human makes the call
It ranks and evidences. It does not reject anyone. The hire, the pass and the pipeline stage are decisions a named person takes, on the record.
One AI gateway, no loose ends
Every model call passes through a single choke point with schema validation, caching, per-tenant rate limits and spend caps. There is no second path to a provider.
Media behind signed links
Recordings sit in private storage reached only through short-lived signed URLs, with lifecycle rules that expire media on a schedule.
And plainly. A recorded round is a screening instrument, not a conversation — the candidate cannot ask you anything, and for a senior or a competitive hire that asymmetry is a real cost, which is what the 2-Way round is for. It also needs a camera, a microphone and somewhere passable to sit, so the Voice and Chat rounds exist for candidates who have none of those. We publish no accuracy figure for the scoring. And sentiment or body-language signal should never on its own be the reason somebody is passed over.
Frequently asked questions
Do candidates need to install an app to record a video interview?+
Can candidates re-record their answers, and can I control how long they get to think?+
How are recorded interview answers scored, and can my panel check the AI's reasoning?+
How accurate is the AI scoring, and can body-language analysis alone screen a candidate out?+
When is a recorded video interview the wrong format to use?+
Where are candidate video recordings stored, and are they kept forever?+
Published 9 September 2026 · Updated 9 September 2026 · Written by the TalbotIQ team